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4 Hard Truths About Why Your Key Team Members Quit

A while back we talked about the real reasons why you weren’t hiring new employees, and shared the hard truths behind why you might be hesitant to find and hire new talent despite a need for help. Today, I wanted to share a little more hard truth- this time surrounding the reasons why your employees quit. As a business owner, you may have an idea of why you have turnover, but it generally boils down to four main categories.

1. Lack of Recognition

One of the main reasons that employees look for another position has to do with lack of recognition from management. They think “I have been busting my hump for these people for the last ten years and I haven’t had a raise in three and all they ever do is give praise to Julie and I have done twice as much as Julie….etc” Really taking the time to celebrate victories with your employees and recognize their hard work goes a long way to keeping them happy in their current position. And it’s important to think outside of the “employee of the month” box and really get to the heart of recognizing hard work and talent on your team.
Hiring Tip: If your job opening has growth opportunities make sure to list that in the listing. A lot of job seekers are looking for this specifically and will help you stand out amongst the crowd.

2. Lack of Growth

Does the position have the opportunity for promotion? Employees that have no promotion opportunities, are already at the top of their pay grade and have no coaching or mentorship opportunities available to them are the most likely to leave to look for something else. Depending on your company, you may not be able to offer up a promotion in the traditional sense but mentoring or coaching your key team members to grow in their field can go a long way to keeping them interested and engaged.

Hiring Tip: Instead of hiring for a project manager right out of the gate consider hiring for a project manager level 1 or level 2, allowing the candidate room to be promoted over time.

3. Lack of Management

We have all heard the phrase, “people don’t quit jobs, they quit managers.” And this is very true. If they aren’t getting recognition, training or advancement opportunities it’s usually because of a manager. You want to make sure that your managers know what they’re doing and value their team and are doing all those things that are important to be able to keep those people.

4.Money

Everyone has economic needs and it’s important to pay your employees fairly. This should be a given. But when we talk about money and compensation it really comes down to two things.

  1. Are you being fair? Are you paying the person what they are worth to the company?
  2. Are you being respectful? Are you paying them what the market values their skill set at?

We can’t all compete to pay the highest wage, but you can make sure that you are being fair and respectful of your employees and their economic needs.

Hiring Tip: It’s also important to note here that often times when an employee comes to you asking for more money, what they really mean is that they want more independence, autonomy or growth opportunities. Those things can often be achieved with a larger salary, but there are other ways to make an employee feel appreciated without offering up more money. So if you are paying a fair wage, it might be a good idea to look at other factors that are at play here.

David Finkel Author, ‘The Freedom Formula: How to Succeed in Business Without Sacrificing Your Family, Health, or Life’

Source: 4 Hard Truths About Why Your Key Team Members Quit

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What To do When Your Network Marketing Team Members Quit ***Download my Guide to Generating Business & Sales Online here: http://www.tanyaaliza.com/40download In this episode, I share my best network marketing training tips on how to get past the frustration and disappointment that can linger on when someone quits your network marketing team. What’s your initial reaction when someone in your team decides to quit your network marketing team? Do you turn around and say, “Have you gone mad?!”  Or do you wish them well and mean it? Despite your best efforts to coach and support team members, there will always be some that leave. Everyone has their own theory on why people quit network marketing, but generally, people quit things all the time. They quit their job, their marriage, college, their dreams and every industry imaginable. It’s a fact of life and it’s inevitable. However, for most people, this kind of event shakes them up and leaves them feeling frustrated and disappointed. It may have already happened to you, and it’ll most certainly happen to all network marketers. So, if you’re stuck on an emotional roller coaster every time someone in your network marketing team decides to take a hiatus, then this network marketing training is for you. In this episode, I’ll be sharing some tools and strategies I use that will help you prepare for this type of situation and not allow it to detract you or prevent you from growing your business ****Download the FREE Resource mentioned in this video – My Guide to Generating Business, Leads and Sales Online – http://www.tanyaaliza.com/40download ———Connect With Tanya———— Tanya Aliza on Social Media: http://www.tanyaaliza.com http://www.facebook.com/tanyaaliza http://instagram.com/tanyaaliza http://twitter.com/tanyaaliza Share this video – https://youtu.be/6yUaFH23DC0 About this video: In this episode I share with you some of my Network Marketing Team training tips so that you know what to do if you have a teammate quit or cancel. In this network marketing training I also share so network marketing tips so you can understand why people quit. I hope you find this one of your most best network marketing training.

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How to Find the Best ERP Software for your Business

Businessmen trading stocks online. Stock brokers looking at graphs, indexes and numbers on multiple computer screens. Colleagues in discussion in traders office. Business success concept.

ERP offers a software platform to businesses in order to manage a wide variety of business functions such as invoicing, payroll, warehousing and much more on the field of varied and customizable options.

Selecting the right ERP software for your business is not an easy task as other major vendors like SAP, Oracle, and NetSuite does not offer a wide variety of ERP solutions to pick from. Henceforth, making an appropriate decision on the very first go becomes crucial while selecting the ERP platform as it cannot be scaled later according to your needs.

In this article, we will be looking at a few tips on how you can select the right ERP platform for your business.

What factors to consider while choosing ERP?

An effective ERP is sought to provide all the business processes together by improving collaboration that helps your organization make data-driven decisions and enhance business productivity. You can also look for a few solution software tools to get help for handling various sources. For instance – Choose financial management for improving your control over company assets and accounting, CRM to maintain better customer relationships, project management to manage to bill and monitor your projects, and business intelligence to provide optimized tools to deal with reporting, analysis and much more.

As your organization grows and expands on a global scale, ERP allows to maintain visibility and standardize your business procedures to work across the globe and explore into new markets. There are multiple benefits to using ERP global software which is listed as:

  • ERP allows you to easily work with other operation, partners and suppliers in collaboration or partnership on your value chain.
  • The platform supports new locations, industries and geographies with fewer efforts.
  • You can standardize a single ERP solution and innovate it easily by capitalizing on current investments.

How to find the perfect ERP solution?

It can be a daunting task when you want to search out for the most accurate ERP solution. But still, a few tips and tricks can help you go a long way. Here’s how.

  • Research according to your Needs

This is one of the most vital approaches you need to begin up with serious research of your business requirements. You need to look out for the specific answers as per the demands of your organization. There arise certain questions related to the processes and internal review which helps you to stay ahead in the bottleneck competition. Try to expand your reviews and research to see what other competitors are doing and how they fulfill customer expectations.

  • Select the right option

When you get a better grasp on the requirements and processes which you need to start with, you can readily delve into the ERP technology for meeting your needs. You should keep in mind the past records of your enterprise along with where you want to be in the future. By doing so, you can get to the right ERP solution.

  • Be selective when choosing Partners

There is no doubt in how a right technology partner can ease out the software deployment as per your needs be it from financial management to manufacturing and supply chain management. The best way in which you can maintain the value and relationship with your future partner to schedule a demo for seeing if they possess appropriate skills, industry expertise and the right technology to achieve your desired outcomes.

Wrap Up

Here, we come to the end of the article. We hope you must have got an idea of how to choose an appropriate ERP solution for your business. Till then – keep learning!


About the Author

Charles Richard possesses over 10 years of experience in the business analysis profession. He has written dozens of tech and non-tech pieces on the renowned publication.  He also enjoys mentoring BA professionals and his well-rounded knowledge in engineering concepts provided an easy way to make non-technical people understand basic theories. Currently, he is working at TatvaSoft UK. you can visit the website https://www.tatvasoft.co.uk/ to know more about his company.

Featured image: Matej Kastelic

Source: How to Find the Best ERP Software for your Business

407 subscribers
This presentation is supported by https://www.parsimony.com which is the ERP system developed from an open source core (ERPNext) to help ecommerce companies with their back end systems. Big businesses know all about ERP, but arguably the small and medium sized businesses could get more leverage from an ERP than a big business. This is a replay from a https://www.catalyst88.com mastermind presentation from Michael Pinkwoski talking about what a business operating system is.

Why Your Managers Should Become Opportunity Managers

To successfully recruit, hire, train, retain and build the capacity of Opportunity Youth, organizations need a strong corps of frontline managers who have unique skills to successfully supervise, support and develop these young adults. We call these managers “Opportunity Managers”.

Opportunity Managers build strong working relationships with their team members. They are kind and empathetic, set clear (and high) expectations, and create an inclusive culture with high levels of support. These leaders are also strong at the day-to-day tactics of people management including coaching, giving and receiving positive and constructive feedback, communicating effectively with their team, and creating an environment where entry-level employees can grow over time. Given the skills that Opportunity Managers possess, it is no surprise that these managers frequently have a profound impact on the lives and the careers of the young adults that they supervise.

Becoming an “Opportunity Manager”

At Grads of Life, we believe that strong managers are “made”, not “born”. Skills such as relationship-building and effective communication are skills that can be learned. We have developed the Opportunity Manager Training (OMT). The OMT is an engaging, relevant, and actionable online training to help frontline managers learn to effectively supervise and support their team. The training is 100% online, self-paced, and contains actionable modules that frontline managers can begin using immediately.

One such module highlights the impact that a frontline manager had on one of her team members.

The Return on Investment

Kelly’s experience is a powerful example of how skilled managers can help their team. Research shows that when frontline team members – especially Opportunity Youth – feel supported, the business thrives. In 2007, The GAP created the This Way Ahead Initiative to recruit and train Opportunity Youth to work in its stores. The initiative has expanded over time because participants stayed with GAP twice as long as their peers and have higher employee engagement scores. Given the high cost of turnover and low employee engagement scores, it makes business sense to engage with new ways to improve on retention and engagement metrics.

Having frontline managers who effectively manage diverse teams also benefits the managers themselves. McKinsey surveyed frontline managers and found that over 80% of them are unhappy with their performance. The study found that the majority of managers surveyed are not engaged in “high value” practices such as coaching their team members, a practice that ultimately improves the performance of the organization. As managers become more effective in their work, and as their team members become more productive, these managers will likely enjoy their work more. This pattern can lead to a virtuous cycle.

When strong managers support their team, their team members have greater workplace engagement and higher performance rates. When team members perform better, not only does your business grow but you now have a pipeline of committed, high-performing individuals who can grow your business and grow with your business. It’s a win-win-win.


Learn more about our Opportunity Manager Training, and how Grads of Life can help your organization grow your frontline talent.

Philip Price is the Product Management Lead at Grads of Life. He designs, builds and develops online programs and face-to-face trainings to help workplaces become more inclusive and effective. This past year, Philip designed and built the Opportunity Manager Training, an innovative program designed to help frontline managers more effectively supervise and support diverse young adults in the workplace. Prior to joining Grads of Life, Philip designed and developed online training programs for frontline healthcare workers and built leadership development programs for managers at Fortune 1000 companies.

Philip is an educator at heart. He is committed to serving young people who have not traditionally been served well. He has led schools in Philadelphia, PA and Providence, RI and has worked with young people as a teacher and outdoor educator in Providence RI, New York City, Florida and South Africa.

Philip holds an MBA from American University, and MA from Columbia University Teachers College and a BA from Brown University. He lives in Philadelphia with his family.

Source: Why Your Managers Should Become Opportunity Managers

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https://youtu.be/NANOjjCdmRI
Introducing Sandler Opportunity Manager for CRM, Desktop & Tablet devices Sandler CRM is designed to help Sandler clients integrate the Selling System® into their professional day-to-day lives. The tool provides constant post-training reinforcement and can be integrated into your existing CRM system, used as desktop application, or accessed on your tablet device. Sandler CRM is available on Salesforce.com, Oracle on Demand and many other CRMs systems. Sales organizations will benefit from more accurate forecasting, better teamwork across the organization and maximization of its CRM investment. Make the most of your training by finding out more about the Sandler reinforcement tools today.

Here’s What Hiring Managers Actually Care About – Aimée Lutkin

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You can’t jump into the mind of the person sitting across from you in an interview and know exactly what they’re looking for. But there are, fortunately, some basic qualities most hiring managers think are pretty important across the board. In a survey of 800 people who have been responsible for interviewing and hiring at their company, Netquote put together some general observations about the process. The things we’ve always suspected as being personally important—like our creativity—are actually pretty low on the scale of the manager’s scale. Here’s what they actually do and don’t want to know……..

Read more: https://lifehacker.com/heres-what-hiring-managers-actually-care-about-1830079581

 

 

 

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How This Millennial Came To Realize The Value Of Old-School Management – Chris Myers

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Youth is a funny thing. No matter how many mentors you have, classes you take, or books you read, you always think you know better. It doesn’t matter if you’re talking about business or simply life in general, the young are genetically programmed to reject the wisdom of their elders. It’s only when you accumulate enough life experience and begin to become an elder yourself that you begin to realize that much……

Read more: https://www.forbes.com/sites/chrismyers/2018/10/17/how-this-millennial-came-to-realize-the-value-of-old-school-management-techniques/#23d85b7627cd

 

 

 

 

 

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